1. Chapter #5 HR Planning and Recruiting

2. Steps in the recruiting and selection process #152 1. What positions do you have to fill? By doing personnel planning and forecasting 2. Recruit a pool of candidates by using internal and external means 3. Application and initial screening. 4. Use selection devices, testing, background investigations etc. 5. Make the offer.

3. Planning and forecasting What positions do you have to fill? In the future? Internal External You will have to make assumptions about the future…forecasting

4. Forecasting What will your revenues be? What will it require in terms of people Projected turnover Present SKA”s in present staff Firms strategy Are there any tech changes How much money will I have?

5. Methods used to predict employement needs Trend analysis Ratio analysis, (sales/# of workers required) Scatterplotting #154 Computerized forecasts Managerial judgement Federal Privacy Act Secure applicant information

6. Forecasting Supply of Inside Candidates #155 Qualifications inventories Replacement charts #156 Computerized HRIS information systems Privacy Act 1974

7. Forecasting Supply of Outside candidates What is the rate of unemployment? What is the economic outlook? Business Week’s outlook page O*Net (DOL) (by profession) Monthly Labor Review Manpower Inc. surveys

8. Know your law ADS “ RETIRE YOUNG” “WAITERS NEEDED” Keep RECORDS all applicants

9. Recruiting Develop an applicant pool Need as many to choose from as possible. You need to know Economic conditions Unemployment is high right now TO rate for your industry What are the right inducements? “nerd rustling”

10. Recruiting Effectivenss Idea is to fine “qualified” applicants. Selection devices Look Table 5-1 page #160

11. The Recruiting Pyramid # 162 What is the ratio of applicants to people hired? Interviews to offers made? Etc What is in the job description?

12. Finding internal candidates Job posting Look at personnel records for employees working below qualifications Rehire former employees. Succession Planning Constructing Ads Create interest, desire, challenge, growth

13. Outside Sources of candidates Advertising Know the law Know the publication and its readership What media to use? Employment agencies Temp Agencies and Alternative staffing Increasing in numbers, Executive Recruiters

14. Temps are really regular ees They do have ee rights as all others employees even though they technically work for the temp firm. The more control the firms has over temps the more the court will view temps as regular ees. All Employment law applies

15. Offshoring/Outsourcing You may have to hire ee in others countries to. 3,000,000 jobs will be moving offsource in the next 5 years These are white collar jobs.

16. More ways to recruit externally College recruiters Referrals and walk ins Recruiting on the internet Public Employment agencies On Demand Recruiting Services Recruiting for short term specialized projects These firms charge by time rather than per hire.

17. Applicant Tracking To help you monitor your applicants Recruitsoft.com #115

18. Recruit a more diverse workforce Single parents Older workers The disabled Minorities and women Welfare to work programs Global searches

19. Application forms Four types of information Skills and education for job? Previous progress and growth? Applicant stability? To predict job success

20. Equal Opportunity and Application forms # 121 Education Arrest record Notification in emergency Memberships in organizations Physical handicaps Marital status Housing